Borderline Personality Disorder in the Film Single White...

Borderline White Female Without any dispute, the 1992 feature film Single White Female is an excellent example of a psychological thriller, which it was initially touted as and seemingly confirmed by grossing several million dollars. However, the one particular aspect of this film that truly confirms to the label of psychological is the characterization of Hedy Carlson, who functions extremely well as a case study for Borderline Personality Disorder. By definition, Borderline Personality Disorder is a condition in which someone exhibits A pervasive pattern of instability of interpersonal relationships, self-image, and affects, and marked impulsivity beginning by early adulthood and present in a variety of contexts ¦ (APA 2000). A fairly comprehensive examination of Hedys actions and personality within Single White Female lends credible evidence that she is in fact suffering from Borderline Personality Disorder, and also alludes to forms of treatment that may be of assistance in any attempts to counte ract the effects of this condition. Although there are nine criteria that are used in determining whether or not a particular individual is afflicted with Borderline Personality Disorder, such a person need only adhere to five of these conventions in order for such a diagnosis to apply. One of the principle facets of Hedys personality is that she suffers from a feeling of loneliness which she attributes to the death of her twin sister early on in her life. ThisShow MoreRelatedDiagnosis of Fatal Attraction Essay2194 Words   |  9 Pagesis the name of the movie you watched? For this assignment, I watched â€Å"Fatal Attraction.† 2. Describe the demographics of the character of â€Å"patient† that you are evaluating. 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Evidence Based Social Work Practice in Mental Health

Social Work practitioners every day interact with individuals who are challenged by personal, societal, environmental barriers to life, and in amidst this face inequities and injustice as part of life (Aotearoa New Zealand Association of Social Workers, 2011). It is the role of the social worker to use their therapeutic and facilitation skills to assess the clients risk and then work with the appropriate interventions in order to help promote social change for the individual and their family. Within social work practice a single definition for the term assessment is not clearly available given different perspectives and ideologies undergirding different social work disciplines (Crisp, Anderson, Orme, amp; Lister, 2005). The literature†¦show more content†¦Ideally assessment should be undertaken in collaboration with the whole family system including the action plan, unless of course a person is suffering or being caused harm by those within the family system. Assessment can be seen as part of the therapeutic process and part of the services offered. The National Occupational Standards in United Kingdom identified six key roles for social work practitioners with the top key role being one of assessment, in order to recommend a course of action (Walker amp; Beckett, 2011). Social workers daily work through an assessment to reach an understanding of the factors and forces within the person-in-environment that affect and maintain the issue of concern; and you identify strengths, competencies, and resources that could help in resolution†(Cournoyer, 2000, p. 234). This then allows for a rigorous working stage addressing support systems, areas for change, obstacles, the cost of change, assessment of risk and an exploration of strategies and interventions in order to achieve the goals according to an agreed time line. The use of assessment in social work practice is to enable the social worker to reach an early understanding that can â€Å"describe, explain, predict, evaluate, and prescribe or suggest interventive methods† (Parker amp; Bradley, 2003, p. 12). In the early stages of working with a client the social worker will use their interpersonal communication skills of buildingShow MoreRelatedSMART Goal SettingIssaiah WallaceChamberlain College of Essay1675 Words   |  7 PagesSMART Goal Setting Issaiah Wallace Chamberlain College of Nursing With 33 million Americans utilizing healthcare services as a means to manage mental health conditions and illnesses, adequate delivery of mental healthcare, treatment, and practice is becoming increasingly more important in the American landscape of wellness (SAMHSA, 2004a). 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Strategic Management International Logistics

Question: Discuss about the Strategic Managementfor International Logistics. Answer: Introduction The aim of this paper is to prepare report on the journey of Amazon in becoming a partner in International Logistics. Amazon is one of the largest online retailers in the world headquartered in the US (Amazon.in, 2017). Amazon is globally widespread and the existing operational efficiencies, supplier services and technological capabilities ensure faster delivery of its products at minimal cost. Amazon uses the latest technology to simplify its logistic and delivery experience (Fernie Sparks, 2015). Background Supply chain plays a vital role as it optimizes both speed and efficiency. This paper attempts to determine the role of logistics operator in which the trucks or rail pick up freight to travel across the land (Amazon.in, 2017). The factors such as shorter product lifecycle, continuous technical advancement and other factors contribute to development of logistics. The logistics and supply chain management has evolved significantly and there is a need of high coordination among the various functions of the organization (Drake, 2012). The main factors determining the choice of incoterms are necessary as the speed, cost, reliability, convenience, distance and others are important. The export sales contract must have essential elements as it is used for international sale of certain products. Building a successful 3PL or Third-Party Logistics Provider is necessary as it will ensure continuous improvements are made to the logistics process (Fernie Sparks, 2015). Discussion To become a partner in International Logistics, the supply chain must be essentially defined. As seen in the case of Amazon, they have focused on the logistics of distribution from the very beginning. It has taken years and significant investment to reduce the delivery time of its products. Amazon has taken sufficient time to become a global logistics operator (Amazon.in, 2017). They maximize efficient using technological capabilities, operational efficiencies and supplier services to optimize logistics on a global scale. Amazon follows a push-pull strategy where the inventory is held in a push strategy and shipment of orders is done in a pull strategy. The customer segments are divided and price differentiation strategy is followed. If the customers wish to avail faster delivery, they have the option of paying more to reduce lead time (Bowersox, 2013). Amazon has transformed from a small online bookseller to one of the top online retailers in the global market. Amazon is not just a retailer and distributor, but it also deals in manufacturing products to sell products at a lesser price than the competitors. Amazon assumes that the growth in cross-border e-Commerce volumes shall boost the Amazon logistics (Amazon.in, 2017). Amazon automates the processes of shipping paperwork that further reduces cost and increases convenience (Fernie Sparks, 2015). The delivery system offers faster mode of transport for perishable goods. The system is punctual and highly reliable (Drake, 2012). Summary and Conclusion As Amazon is increasing its global footprint, the last mile delivery to the customers is sorted out. The IT system can be unified so that there is greater visibility in the supply chain with better accountability. References Amazon.in,. (2017).Amazon.in: Corporate information.Amazon.in. Retrieved 12 April 2017, from https://www.amazon.in/b/ref=footer_gw_m_b_corporate?ie=UTF8node=1592138031 Bhattacharjya, J., Ellison, A., Tripathi, S. (2016). An exploration of logistics-related customer service provision on Twitter.International Journal Of Physical Distribution Logistics Management,46(6/7), 659-680. https://dx.doi.org/10.1108/ijpdlm-01-2015-0007 Bowersox, D. (2013).Supply chain logistics management(1st ed.). New York: McGraw-Hill. Drake, M. (2012).Global supply chain management(1st ed.). New York: Business Expert Press. Fernie, J., Sparks, L. (2015).Logistics and retail management(1st ed.). Johanneshov: MTM

The Glass Ceiling Research Paper Example

The Glass Ceiling Paper Despite the advances that have been made in creating equal employment opportunities, discrimination still exists. Minorities, women and the protected class members rise only so high but go no further; this may be described as the Glass Ceiling an invisible but real barrier to upward mobility. The Glass Ceiling is constructed from organisation culture, stereotype thinking and managerial attitudes. When an organisation precludes an individual from advancing as far as they can, both the organisation and the individuals lose. Shattering the glass ceiling would allow for the organisation to develop effective ways of eliminating foregoing mobility barriers, make greater use of selection plans and by moving away from casual, subjective methods (such as typical promotability ratings, quick reviews of personnel files, supervisory informal recommendations) and also pay close attention to the types of KSAOs necessary for advancements and establish programs to communicate these KSAOs to those employees. Disadvantages of the glass ceiling could be excessive turnover this may be a result of employees who find themselves in dead-end jobs or who discover that there are severely limited promotional opportunities, as a result employees are prone to leave the organisation. Another disadvantage would be increased recruiting costs, in that excessive turnover increases recruiting costs: constant and sometimes intensive efforts are required just to keep the position filled, if a companys reputation states that it lacks interest in the career of its employees, the recruiting task becomes more expensive and more difficult. We will write a custom essay sample on The Glass Ceiling specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on The Glass Ceiling specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on The Glass Ceiling specifically for you FOR ONLY $16.38 $13.9/page Hire Writer Underutilization of talent may be another disadvantage, in that the absence of career-centered developmental activities that are available may not be used efficiently. Employees may be hired to do a particular job, with little or no thought given to other jobs for which they could be trained and developed. Employee dissatisfaction is also a disadvantage of the glass ceiling; this is a result of the employment expectations not being filled and so employees become de-motivated, unsatisfied and their productivity declines. Another disadvantage could be poor promotional decision based on favoritism, politics and other inconsequential factors rather than on performance, preparation and organisational needs. Moreover, when the wrong persons are promoted for the wrong reasons, it will place a negative impact on the organisation, due to their job performance. Other disadvantage includes Potential Discrimination where in the absence of formulized career planning and development, promotion decisions may tend to be made on the basis of non-relevant job factors (such as stereotype and friendships). Stymied Progression, where for every employee whose upward mobility is precluded, one or more other employees cannot progress because the employee whose progress is stymied blocks the promotion channel.  The consequence of not engaging in career planning and development has underscored the need for a formulized program. Career management should not be left to chance because the organisational risk of doing so is too great. Conclusion The selection of internal candidates follows a process very similar to the selection of external candidates as both methods includes a logic of prediction which states that indicators of a person degree of success in past situations should be predictive of how successful he or she will likely to be in new situations. This is applied and based on this information a selection plan is developed and implemented. One area in which there is a huge difference in internal and external methods is the nature of the predictor. Predictors used for internal selection tend to have greater depth and more relevance and are better suited for verification as a result there are often different types of predictors used for internal than for external selection decisions. The methods that were in selecting the internal candidates were the Initial Assessment Methods, Substantive Assessment Method and Discretionary Assessment Method, which occur at different stages in the selection process. The initial assessment methods that were used to narrow down the applicant pool to a qualified set of candidates were skills inventory, peer assessment, informal discussions and recommendations. The next method in the selection process is the Substantive Assessment method. This assessment is used to select finalists from the list of candidates. The predictors used for making this decision were seniority and experience, job knowledge tests, performance appraisal, promotability rating and lastly interview simulation. In order to narrow down to those who will receive job offers the discretionary assessment method is used. Multiple assessors are generally used with internal selection, simply put not only the hiring managers opinion are used to select who will receive the job but the views of others such as previous manager or top management.  In making job offers there are legal issues to be taken into consideration. Two areas for internal selection are the Uniformed Guidelines on Employee Selection Procedure (UGESP) and Glass ceiling. The UGESP ensures that internal selection methods are valid if adverse impact is occurring. Reference List Dessler G., (2005). Human Resource Management, 10th edition. Prentice Hall.  Heneman H. G. III Judge T, A., (2007). Staffing Organization, 5th edition. McGraw- Hill Irwin.